Question 1

What was the primary aim of the study?

Accepted Answer

To examine the relationships among person-organisation fit, organisational commitment, and organisational citizenship behaviour.

Question 2

How many employees participated in the study?

Accepted Answer

200

Question 3

What statistical analyses were used to analyze the data?

Accepted Answer

Correlation and regression analyses.

Question 4

According to the results, was there a positive and significant relationship between person-organisation fit and organisational commitment?

Accepted Answer

Yes

Question 5

Did the study find that person-organisation fit had direct effects on organisational citizenship behaviour?

Accepted Answer

Yes

Question 6

Was the direct effect of person-organisation fit on organisational citizenship behaviour mediated by organisational commitment, contrary to expectations?

Accepted Answer

No, it was not mediated by organisational commitment.

Question 7

Which type of organisational citizenship behaviour (OCB) did person-organisation fit and organisational commitment have higher associations with?

Accepted Answer

OCB directed at the organisation (OCBO).

Question 8

What phenomenon did the findings partly support regarding the associations with OCBO and OCBI?

Accepted Answer

'Target similarity effects'.

Question 9

What is the broad definition of person-organisation fit (PO fit)?

Accepted Answer

The compatibility between individuals and the organisations they work for.

Question 10

Which type of fit did the present study adopt?

Accepted Answer

Supplementary fit.

Question 11

What was the primary dimension used in this study to measure person-organisation fit?

Accepted Answer

Value congruence.

Question 12

How was person-organisation fit assessed in this study?

Accepted Answer

Using direct (perceived) measures.

Question 13

What is organisational commitment described as in the study?

Accepted Answer

One's emotional attachment to, identification with, and involvement in a particular organization.

Question 14

Which theory is mentioned as supporting the strong relationship between PO fit and organisational commitment?

Accepted Answer

Social Identity Theory (SIT).

Question 15

What is Organisational Citizenship Behaviour (OCB) defined as?

Accepted Answer

Discretionary behaviour not directly recognized by the formal reward system that promotes effective organizational functioning.

Question 16

According to the study, what is one way employees with strong social identities with their organizations are motivated?

Accepted Answer

To facilitate the success of such organizations through extra-role behavior (OCB).

Question 17

What does the Value-Attitude-Behaviour framework suggest about the influence of values on behaviour?

Accepted Answer

Values influence behaviour indirectly through attitudes.

Question 18

What was the fourth hypothesis of the study?

Accepted Answer

Organisational commitment mediates the relationship between PO fit and OCB.

Question 19

What was the outcome of testing Hypothesis 4 regarding mediation?

Accepted Answer

Hypothesis 4 was rejected.

Question 20

What is one of the possible reasons suggested for the unexpected finding that organisational commitment did not mediate the PO fit-OCB link?

Accepted Answer

PO fit is related to OCB, but the mediation is not provided by organisational commitment.

Person-Organisation Fit, Organisational Commitment, and Organisational Citizenship Behaviour in Lesotho

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